Comparative Employee Relations: The UK and France - Essay Example

This discussion, Comparative Employee Relations, stresses that employee relations strategies across the world vary differently, sometimes radically, based on pre-determined scenarios within the organization as well as cultural differences that reside at the foundational civilian level…

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As the paper outlines the United Kingdom and France have different strategies used to improve employee relations, however both nations work consistently at creating a linkage between satisfying employees and achieving organisational goals. A comparison between UK and France The United Kingdom has a very Westernised approach to improving employee relations, much of which is built on the Americanised model of business that involves empowerment strategies for workers, improving cultural sensitivity, and improving technical and communication skills for better relationships between the organisation and the employee. In the UK, globalisation has driven many of these employee relations policies that are often directly linked to human resources; a form of partnership. Friedman identifies that such values that create HR linkages in employee relations strategies include building innovation through training, learning cultural sensitivity, and often adopting global business trends common in industrialised nations. From this paper it is clear that globalisation has evolved UK employee relations in such a way that a partnership between HR and line management cannot be dismissed. As one example, many companies in the UK have realised that childcare is a significant issue for workers, especially when job role responsibilities become more diverse and employees must be especially devoted to their organisational role and remain committed to achieving long-term objectives. A recent survey identified that the establishment of childcare vouchers, offering tax and national insurance relief, improves staff turnover by up to 29 percent. This is especially important in organisations that sustain expatriate leadership to help support business objectives or when the working hours exceed normal operating hours. Childcare vouchers create a partnership with human resources as it motivates improved performance in the worker receiving the new employee relations benefit and aligns the corporate benefits division with ongoing HR support for the objective. In France, there is a structured collectivist mentality in the broader social culture that drives much of the business decision-making that occurs on a daily basis in business operations. Collectivist cultures place significant emphasis on group belonging and demands loyalty for the in-group. Collectivists “view themselves as a member of an extended family where group interests are often placed ahead of individual needs”. This cultural aspect of society often drives business decision-making in which teamwork methodology is part of the long-term strategic goals that drive daily operations. Collectivist mentality has created, as part of employee relations, more 360-degree feedback systems in which employees are appraised by not only their immediate supervision, but by peer employees, extended line leadership, and sometimes even the customer. Again, as with the United Kingdom, establishing a group-minded performance appraisal system links employee relations directly with human resources in order to promote conformity and also to improve employee learning by assessing the employee using feedback from multiple sources.
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...?UKEmployeeRelations Employer-employee relationship is something that has been a cause of concern for the better part of history. In the past, there was little that employees could do to object to the treatment that was a part of their daily lives as a consequence of the actions of the employers. Then the springing up of various trade unions granted both employees and workers some power to sit at a table with businessmen and argue for their rights. Recent years have seen a trend in countries across the globe that has led to more protection to employees and programs have been introduced to better the interaction between...

...EmployeeRelations in UK and Germany 'EmployeeRelations' is comparatively a new term which widens the research studies of industrial relations to take account of wider portions of the employment sector, consisting of non-unionized places of work, individual agreements and socio-economical, relatively than contractual, actions (Chartered Institute Of Personnel and development, 2005).
Employees' relations are widely recognized as one of the major components of the business systems and the idiosyncratic, structural features they embossed to different other economies that have been broadly...

...EmployeeRelationsEmployeeRelations - An Introduction Employeerelations are a part of human resources management. It includes all activities associated with the management of employee relationships in an organization. This means implementing steps which give important rights to employees to help them to carry out their responsibilities and obligations effectively.
The process of understanding and maintaining employeerelations is made simpler by looking into the laws governing the welfare of employees. Information must be obtained by employers on the basic, as well as the complex employment laws which protect the right of employees. It will be useful for management to conduct seminars and training sessions wherein the see... the...

...Running head: CAREER PLANNING AND EMPLOYEERELATIONS The Impact of Career Planning on Employeerelations in UK. Ref:
University:
Course:
Date:
INTRODUCTION
Many organizations today are increasingly aware of the significant role that employees play in advancing an organization's objectives. Human resources strategists have an important place in the organization. In the past the human resource department was viewed as a provider of the necessary administrative functions concerning employees. As the name personnel department suggested these functions included recruitment, providing payroll and generally administering...

...QUESTION ONE: COMPARE AND CONTRAST THE POLITICAL ORIENTATION OF TRADE UNIONS FROM ANY TWO COUNTRIES. EVALUATE THE DIFFERENTIAL IMPACT OF THIS ON THEIR INDUSTRIAL RELATIONS SYSTEMS.
INTRODUCTION:
A trade union is similar in character to a labor union. Generally, a trade union can be defined as an organization or grouping of persons who are closely associated due to their mode of employment or the nature of labor they provide to an economy. These organizations exist for both casual and formal employees, as well as the unemployed. Trade unions may be founded by individual workers, past workers or professionals in a certain field of work.
The major but not the only objective of trade...

...that they belong to different economic infrastructures and at presently at state of development. India is a huge country but it is still developing and laws are not as effectively implemented or strictly followed as in developed countries like NZ. While we can expect big changes for labor market in NZ due to recent changes in legislation, the same cannot be said of India where corruption and bribery are still major issues and escaping the law is always an option.
India will need to completely modify its laws concerned with labor market and then ensure their effective implementation in order to see some positive changes in employer labor relations and in bargaining power of employees. Till then trade...

...aged 16 or 17 and not receiving full-time secondary or higher education are entitled to time-off during working hours to undertake study (Legislation UK, 2013a). Furthermore, Section 80F of the Employment Rights Act 1996 entitles the employee to a change in the contracted hours and times of work to care for a person who meets the prescribed description for such care.
Treating Employees Fairly in Relation to Pay
The first reason for treating employees fairly in relation to pay is concerned with productivity. Equity theory explains that employeescompare the ratio of effort and reward for themselves with...

...goals of self-actualisation. The intensity of motivation may vary at different stages (CIPD 2013, pp. 6–7).
Maslow’s Theory of Self Actualization (CIPD 2013, p. 7)
Another motivation related to performance management comes from Herzberg. It is commonly known as the Two Factor Theory, or Motivation-Hygiene theory. According to this theory, there are certain factors that motivate employees and some that lead to job dissatisfaction. For example, variety of work, responsibility and recognition are motivators, while absence of job security, stress and proper company policies affect the hygiene of the workplace and demotivate the employees (CIPD 2013, pp. 6–7).
Fig. 2: Herzberg’s Two Factor...

...INDUSTRIAL RELATIONS (EMPLOYEERELATIONS) INDUSTRIAL RELATIONS (EMPLOYEERELATIONS) The Industrial relation is the study of employment relations. It involves the study of how employers and employeesrelate to each other. The concept of industrial relations governs how employers and employeesrelate so as to avoid issues of exploitation and abuse of workers’ rights. Industrial relations nurture productivity of the organisation and productivity of management. The following is a discussion of employee voice and its effects in the industry (Dabscheck, 1980).
The concept Employee Voice, Traditional Forms of Indirect Representation and Direct presentation
Employee voice is a term used to refer to the concept of employee participation... should...

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